Employee Handbooks
Samples are provided at bottom of this page
An employee handbook serves many important purposes. First, it is a great orientation and communication tool. It can provide guidance on a company’s history, mission, values, policies, procedures, benefits, and the overall company culture. It can be a consistent way to set expectations for employees as well as let employees know where to turn for help. We recommend that you review your handbook every one to two years to stay consistent with changes in company policy or to maintain compliance with employment laws
It can also protect against legal claims. For example, adding a disclaimer that employment is “at-will” and that employees do not have a contract of employment helps defend against wrongful termination claims. It can also defend against harassment claims as it shows that the employer has an anti-harassment policy. Always require that employees sign a written acknowledgment that they received and reviewed your Handbook. However, even then, it is still very important to have legal counsel review your final version to ensure that there are no statements that restrict employees’ protected rights to concerted activities or statements which may create contractual agreements.
Thankfully, you are not alone! With the help of SHRM (the Society for Human Resource Management) and in partnership with Jackson Lewis law firm, CSA has created state-specific sample handbooks for our members. Please see below for 2 sample versions for your state:
- Companies that have one PTO policy
- Companies that have separate vacation, sick, and personal time off policies
*Note to Georgia members who provide sick days: If you have over 25 employees, the sick day policy should be updated to be in compliance with the Kin Care Law that was signed into effect on July 1, 2017.
*Note to Louisiana members: If you have 25 or more employees, you must add the state-required Pregnancy Leave policy. This policy can be obtained from the 50+ employee sample handbook.
*Note to Oklahoma members: It is recommended that you customize the Drug-Free Workplace Policy to comply with the state's medical marijuana law which was passed on June 26, 2018, and to align with your company's policy.
Things to Know
